KEY INITIATIVE Finance Function Management Presenter's Name KEY INITIATIVE Finance Function Management Presenter Name here Date here

Overview: Finance function management Top challenges and how Gartner can help In a digital, matrixed environment, success requires the development of skills (e.g., digital dexterity) and structures (e.g., centers of excellence) that most finance teams have not yet mastered. Capturing these opportunities will earn finance leaders reduced costs, increased clock speed and more financially sound decisions, and Gartner is here to help finance executives find solutions to the following questions: How does my finance function compare with the best ones? What finance work should I relocate, where? How do I acquire rare digital and analytic skills in a competitive labor market? The topics we cover include: Finance strategy and org structure: Teach finance executives how to design the strategy and plan the org structure that will accelerate finance’s evolution to match the pace of business change. Finance talent: Define the skills that finance leaders should target next, then enable them to develop these emerging skill sets through an employability- and experience-based (not ladder and training- based) framework.

Finance Talent

Challenges with improving finance talent 1 2 3 Few finance-specific competency models exist, and those that do aren’t effective Current career paths fail both employers and employees Hiring strategies don’t address the need for key missing skills Most finance functions rely on centrally developed competency models that don’t adequately characterize finance-specific, non-technical skills. In cases where there is a finance-specific competency model, it’s likely not updated regularly to align with evolving corporate and functional objectives. Three in four finance orgs say they are likely to face a capability shortage. Less than 25% of finance teams report having well-defined career path. Fully 70% of employees say they are dissatisfied with future career opportunities. Lack of career opportunity is the top reason finance employees cite for leaving their organization, a fact only true for finance. The top reason for all others is compensation. Most finance recruiters look for talent in traditional places and test for skills using behavioral or case interview formats that don’t effectively test analytic skills. Many finance recruiters rely on finance-specific backgrounds or accreditation for analytic talent. Few finance recruiters understand the attraction drivers for analytic talent, and so they often fail to hire this talent profile to join finance.

Questions your peers are asking Topics Key client issues Define finance competencies for high performance What finance-specific competencies should we build, beyond what HR gives us? What competencies allow us to excel at decision support and business partnership? Build a finance-specific competency model What skills, knowledge and behaviors are at the root of key finance competencies? How do we communicate competency requirements across roles and levels? Create finance career maps What career pathing options have my peers implemented? How do I communicate to my staff the benefits of taking lateral moves? Design a recruitment strategy for finance How do we differentiate our finance career value proposition in a competitive market? What other professional backgrounds are attractive candidates for the finance function? Build a development program for finance What training and development approaches are my peers using to upskill finance staff? How do I provide experience-based development opportunities to my staff?

Capabilities support each stage of your initiative Diagnose current state Compare your competency model against examples in the finance competency model collection. Understand the employee business and opportunity outlook from the research report "Finance and Accounting Recruiting Insights". Assess how you have structured roles on your team by referencing example job descriptions in the finance job description collection. Develop your plan Define the finance-specific technical and non-technical competencies that will drive an effective function with this competency model tool. Create career maps for entry-level finance roles by utilizing the Gartner Ignition Guide to Designing Career Paths. Access best practices for driving finance employee engagement from this talent retention and development playbook. Execute and drive change Follow steps to source, attract, close and influence exceptional finance talent, outlined in the playbook "Recruiting Top-Tier Analytic Talent". Secure exceptional finance talent from non-traditional analytical talent pools like United Airlines. Improve interview structure and rigor by introducing an influence screening interview like CSX.

Gartner support organized against your timeline Activity roadmap Initiative 0-90 Days 91-180 Days Improve finance talent Peer Benchmarks: Compare your competency model against examples in the finance competency model collection. Consultation With an Executive Advisor: Discuss what competencies drive finance function effectiveness. Tools: Define the finance-specific technical and non-technical competencies that will drive an effective function with this competency model tool. Step-by-Step Guidance: Create career maps for entry-level finance roles by utilizing the Gartner Ignition Guide to Designing Career Paths. Service Associate Support: Understand how peers use Gartner resources to improve finance talent. Consultation With an Executive Advisor: Discuss recruiting and hiring great finance talent. Step-by-Step Guidance: Follow steps to source, attract, close and influence exceptional finance talent, outlined in the playbook "Recruiting Top-Tier Analytic Talent". Research Discussion: Stay abreast of emerging issues/trends. Best Practices: Access best practices for driving finance employee engagement from this talent retention and development playbook. Service Associate Support: Outline an action plan for adapting best practices.

Comprehensive support for the finance leader Finance Leader Effectiveness Personal Effectiveness Change Management Finance Function Management Finance Strategy and Org Structure Finance Talent Cost Optimization and Working Capital Cost Structure Working Capital Indirect Spend Management Indirect Strategic Sourcing Indirect Category Management Financial Data and Analytics Financial Data Management Finance Analytics Metrics and Management Reporting Budgeting, Planning and Forecasting Budgeting and Planning Forecasting IT Finance Internal Control and Technical Accounting Internal Controls Technical Accounting Tax and Accounting Processes Tax Operations Record to Report Real Estate Functional Management Customer Relationship Management Real Estate Strategy and Org Structure Shared Services Functional Management Shared Services Strategy and Structure Shared Services Talent Real Estate Optimization Portfolio Strategy Workplace Strategy Shared Services Optimization Shared Services Performance Management Customer Relationship Management Procurement Function Management Strategy and Org Structure Talent Management Strategic Influence Emerging Trends Indirect Supplier Relationship Management Indirect Supplier Performance Management Indirect Supplier Innovation Indirect Supplier Risk Management Financial Strategy and Investor Relations Capital Structure Capital Allocation Investor Relations Finance Technology Optimization Digital Technology in Finance Finance Technology Strategy and Selection Emerging Technologies and Trends Cyber Security and Digital Risk Management Procurement and Strategic Sourcing Applications Procure-to-Pay Applications Contract Lifecycle Management Strategic Sourcing Applications Driving Cost Optimization Across the Enterprise Baseline Efficiency and Effectiveness Cost Optimization Plan Development Cost Optimization Plan Execution Communication and Leading Change Leading the Next Generation Workforce Key Trends Emerging Critical Skills Key Talent Segments Leadership Style and Structure Driving Digital Business Transformation for Industry Leadership Functional Digitization Digital Business Transformation Digital Business Strategy and Innovation